Laid off from Pixar.

That depends on which record you read. Pixar's own California filing covers 108 jobs at the Emeryville headquarters, most of them effective September 26, 2026. Reporting that week ran higher, at 116 from an individual with knowledge of the cuts and about 150 in another account. Disney announced several hundred cuts across the company and confirmed no breakdown by division. The filing appears in our tracker.

The 2024 round followed the studio's move away from making series for Disney+ and back to feature films, which is how president Jim Morris described it to staff. For 2026, a source familiar with the studio told Variety the changes reflected shifting production needs rather than performance, part of a three-year shift toward fewer, higher-budget theatrical releases. Both rounds landed inside much larger Disney reductions.

No terms on record for the 2023, 2024 or 2026 rounds. What exists instead is Disney's Severance Pay Plan, an SEC exhibit anyone can open, paying eligible employees on a schedule set by employment position and completed years of service. Pixar is the sole participating employer the plan gives an appendix to, so ask for that appendix by name as well as the plan itself. Read both against your own separation agreement before you sign, because the filed plan doesn't settle which document controls your payment.

For the recent rounds, yes. Our tracker carries 3 filings under Pixar's name all time, and 1 filing covering 108 jobs since the start of 2025, in California. The state generally wants 60 days of written notice from employers of 75 people or more when 50 or more jobs go inside 30 days, sent to the workers affected, the EDD, the chief elected official and the local workforce development area. Whether the law demanded a notice for any one cut is a separate question, and a missing row can't answer it.

The plan is written to extend past Disney itself, and Pixar is the one business it names. Coverage runs to Disney and to any subsidiary or controlled group member whose adoption the Plan Administrator has approved, and the contents page shows a lone participating-employer appendix, Appendix A, under Pixar's name. Eligibility still depends on three things, that your classification was one the company marked eligible, that you hold no personal services contract, and that you never waived the plan. Ask in writing which plan and which appendix your own separation runs under.

In the state where you worked, not where the company is headquartered. Pixar's biggest U.S. hubs are California. Severance usually doesn't block you from filing, and benefits run from your filing date, so file the same week.

Yes. Unemployment insurance is funded by payroll taxes employers pay on wages, the claim never appears on credit reports or background checks, and future employers cannot see it. If the hesitation itself is the obstacle, whether filing is OK has its own article.

Your plan sets the end date rather than the law, so the separation packet is where that date actually lives, and it is often the last day of the month rather than your last day of work. After coverage ends, COBRA lets you keep the identical plan by paying the whole premium yourself, up to 102 percent of what the plan really costs, which lands as several times the payroll deduction you were used to. You get 60 days to elect, counted from the later of coverage ending or the election notice arriving, and electing reaches the coverage back to the day the old plan stopped so no gap exists. How continuation coverage works walks the timing, and whether to take it rather than a marketplace plan is a separate decision.

First pin down how much review time you actually have. If you're 40 or older, federal law gives you 21 days to consider an agreement that waives age claims, 45 in a group layoff, and a waiver signed under a shorter deadline can be invalid. If you're under 40, no federal window applies and the deadline in your packet may be real, so confirm it in writing and ask for more time if you need it. Use whatever window you have to read the release terms, especially non-disparagement and no-lawsuit clauses, and don't stall past a real deadline, because offers can be withdrawn.

Usually yes, though some states delay benefits until severance pay periods end, and lump sums are treated differently than salary continuation. Check your state's rules on our state benefit pages, and file immediately either way so your claim date is locked in.